Page 5 - DWF London Blueprint for Growth

Workplace and employment sentiment

The traditional workplace is changing. Technology has Growth factors
enabled a wider breadth of how and where people work,
whether that is the office, home, a coffee shop or all of the
Proportion of FTSE 100 London workforces expected
spaces in between. It has created both agile working and the
to be working on an agile basis within the next 5 years
so-called “gig economy”, the emerging trend of companies
taking on short-term contracts as needed on projects.
But some areas of the workplace are not changing
quickly enough. Women in the FTSE 100 are still facing
major challenges, and little is being done to get more flexible flexible flexible flexible flexible
differently abled people into the workforce. Here we 0%
explore both the barriers and drivers of growth. 100% 70–99% 30–69% 1–29%

Barriers to growth

The top three and bottom three challenges
for women in business

Top 3 Senior management don’t see gender equality as a priority
Differing management approach Unconscious bias
Bottom 3 Lack of senior sponsorship
Exclusion from social networks Parental leave rights

57%

49%
23% 0% 3% 21% 34% 41%
15%

8% The extent companies plan to embrace
the gig economy in the next three years
40%

61% plan on embracing the gig
economy in some way

39% are not interested
in moving any of
their workforce to
freelance contracts

of respondents are
looking to change their
of sectors anticipate increasing approach to recruiting
their number of differently abled and retaining senior
employees in the next 5–10 years management to increase
accountability